Topic : Is Group Discussion an effective method of selecting candidates in corporate?
The GD method should be there depending upon the job role required.
If the job requirements do not need a social person, then there is no need for a GD. Let's say a programmer's position, the basic things he needs is coding skills right?
But, if you are thinking about a manager's job, then this person needs to speak out in meetings. Discuss issues, add value to talks, speak up when required, for all these purposes a GD is essential.
In-fact, how about using a GD not as a method of elimination, but as a tool of profiling the candidate. His psyche, his attitude and views over certain issues, his willingness to participate, his energy levels. All this can be gauged from the GD ... so I would say its a good thing to have a GD.
Reference : https://www.crazyengineers.com/threads/is-group-discussion-an-effective-method-of-selecting-candidates-in-corporate.387/
The GD method should be there depending upon the job role required.
If the job requirements do not need a social person, then there is no need for a GD. Let's say a programmer's position, the basic things he needs is coding skills right?
But, if you are thinking about a manager's job, then this person needs to speak out in meetings. Discuss issues, add value to talks, speak up when required, for all these purposes a GD is essential.
In-fact, how about using a GD not as a method of elimination, but as a tool of profiling the candidate. His psyche, his attitude and views over certain issues, his willingness to participate, his energy levels. All this can be gauged from the GD ... so I would say its a good thing to have a GD.
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| Special thanks to Bhavi Sharma, Rajeev Jain and Subhash Garhwal for concluding |
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